Research and Resources
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The first thing people want to know when a change is proposed is why this change is necessary. If you don't have a very good answer, then they will not buy into your change initiative. Statistics show that having a good percentage of supporters at the outset of a change initiative is strongly associated with success. This paper addresses how to create the felt need for change and a sense of urgency for the change throughout the organization.
Over the past two years Humber College has undergone significant change towards being strategically positioned as the leader in Polytechnic education in Ontario. In September 2013 Humber launched a revitalized brand to support student success. In supporting Humber’s value of innovation, HR Services over the next year and a half, will undertake a transformational change initiative to our HR systems most notably with the design and implementation of a new HRMS technology business platform for managing our HR processes. This paper represents the first in a series of papers that will follow this case study throughout its project lifecycle and describe the College’s journey in implementing a major change initiative.
Change Management 101: What Every Change Manager and Change Leader Needs to Know BEFORE Jumping into Implementation
Are you the leader of a change effort and stuck in the weeds? Have you read the latest Change Management book, but no one seems to be following you? Are you frustrated that your team or your organization seem to have forgotten that you shared your vision with them already? It could be that you have a sense of your vision but you haven’t defined it in detail. It could be that your vision doesn’t captivate your team. It could be that you are focusing your efforts on creating the perfect plan.
Today's business environment is dynamic and highly uncertain. To become and remain successful, organizations must successfully respond to constantly changing conditions. This paper will provide a brief overview of the various perspectives that have guided the field of organization development and change management, with sections that will describe practical application of change management intervention methods for targets of change, and understanding organizational change resistance.
The purpose of this paper is to form a rich and integrated understanding of the phenomena of organizational change within a project environment, exploring the frameworks upon which classical change theory is developed. I discuss the role of research and the application of research findings in this area of study, based on one Canadian utility company's performance with change initiatives.
Projects are often the means by which much change is instituted within organizations. As such, the literature and concern with project management are also increasing. There does not seem to be the attention in the literature that specifically looks at the impact when a change in project leadership occurs during the life-cycle of a project.
Organizational change is a constant factor in the business world and plays a significant role for organizational leadership. On a daily basis, organizations are challenged to improve their business performance and take on new and exciting projects, often as a result of a change in strategy or as a way to increase business effectiveness.
This case study describes how a team of organizational development (OD) and human resource (HR) specialists worked as partners with the City of Ottawa’s operational and shared services leaders to change the way all City employees provide service excellence. Beverley
This literature review examines the topics of change management and leadership by exploring how leadership attributes contribute to and/or hinder the successfulness of a change initiative. The main question undergirding this report is: What are some of the essential attributes
ABOUT OUR PRACTITIONER-ORIENTED RESEARCH
Our research includes a variety of activities that complement our programming. Through surveys, interviews, and articles, we aim to communicate trends in the HR and LR fields.
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